Advisory & Fractional HRIS
Senior HR, payroll & HRIS advisory — without a full‑time hire.
Some problems need a one‑time expert read. Others need ongoing leadership the organization can’t justify hiring for. PADE does both: strategic advisory across HR, payroll, and the UKG systems that run them — available as a fractional engagement, so you get principal‑level depth month to month without adding headcount. Grounded in the UKG practice, but not limited to it: from grant compliance and payroll process to policy, workforce planning, and the systems in between.
Two ways to engage
Advisory when you need it. Leadership when you can’t hire it.
Same principals, same depth — scoped either as a focused engagement or as ongoing, fractional leadership that keeps your systems improving between projects.
Strategic advisory
Bring us a problem — a compliance exposure, a payroll process that’s drifting, an HRIS that’s underperforming, a benefits integration that keeps breaking — and get a practical, principal‑level read and a plan you can act on. Scoped to the question in front of you, delivered by the person who scoped it.
Fractional HRIS leadership
The depth of a senior HRIS leader, ongoing, without the full‑time salary. Month to month, we’re the HR‑technology leadership many organizations need but can’t justify hiring — steering configuration, integrations, reporting, and roadmap so the system keeps getting better between projects, not just during them.
What we advise on
Across your HR, payroll & HRIS stack
Whether it’s a single engagement or an ongoing fractional role, this is the ground we cover — anchored in UKG Pro, and extending into the broader HR work around it.
HRIS & system optimization
Most organizations use a fraction of what UKG Pro can do. We assess how the system is configured, surface underused capability, and build a roadmap that fits where you’re headed.
Payroll configuration & process
Earnings, deductions, tax setup, and the workflows around them — reviewed and tuned for accuracy, compliance, and a faster, cleaner close.
Compliance & risk
Keep pace with changing employment and payroll regulation — multi‑state, multi‑EIN, and the grant and funder rules non‑profits answer to at audit time.
Reporting & analytics
Meaningful HR and payroll reports, dashboards, and analytics that give leadership a real read on the workforce — not a data dump.
Integrations & vendor connections
Health, 401(k), life, benefits platforms, and your ERP — integrations that flow cleanly, reconcile, and cut the manual re‑keying out of the process.
Benefits administration
Enrollment, communication, and the operational details that make open enrollment survivable and keep deductions right afterward.
Workforce management strategy
Scheduling, labor management, and workforce planning aligned to how the organization actually staffs and funds its people.
Policy, procedure & strategic HR
Workplace policies that hold up, and HR initiatives aligned to the mission and the business plan — the broader HR work, grounded in how it runs in the system.
Talent
Advisory across the talent lifecycle — recruiting, onboarding, and compensation — configured in UKG and aligned to how you actually hire, ramp, and reward people.
Start here
One question, or ongoing leadership? Let’s scope it.
Tell us what’s slow, at risk, or underused — and whether you need a focused read or a senior hand on the system month to month. We’ll tell you honestly which one fits.